ISSN: 2091-0525 Year 2015 / / Volume - 9 / / Issue - 4 Published by - Research Laboratory for Biotechnology and Biochemistry (RLABB), Kathmandu, Nepal
The Relationship between Quality of Working Life with Organizational Commitment and Employees Productivity of Physical Education Faculties in the Islamic Azad Universities of Tehran Ramin Ahmadian, Mahmoud Vafaeian, Mahlaqa Farshbaf International Journal of Life Sciences ISSN No. 2091-0525 OPEN ACCESS ISSN: 2091-0525 Year 2015 / / Volume - 9 / / Issue - 4 DOIdx.doi.org/10.3126/ijls.v9i4.12677 Published by - Research Laboratory for Biotechnology and Biochemistry (RLABB), Kathmandu, Nepal This article is protected by copyright, and all rights are held exclusively by International Journal of Life Sciences. IJLS
Year 2015 / / Volume - 9 / / Issue - 4 Published by - Research Laboratory for Biotechnology and Biochemistry (RLABB), Kathmandu, Nepal ISSN: 2091-0525 International Journal of Life Sciences 9 (4) : 2015; 49-53 An Independent, Open Access, Peer Reviewed, Non-Profit Journal International Journal of Life Sciences ISSN 2091-0525 website: http://nepjol.info/index.php/ijls/index Founded 2007 International Journal of LifeSciences Copyright International Journal of Life Sciences Research Article The Relationship between Quality of Working Life with Organizational Commitment and Employees Productivity of Physical Education Faculties in the Islamic Azad Universities of Tehran Ramin Ahmadian*, Mahmoud Vafaeian, Mahlaqa Farshbaf PhD student of sport management, Islamic Azad university, Karaj Branch, Karaj, Iran. Article Information Key words: Quality of working life; organizational commitment; organizational productivity ABSTRACT The main objective of the present study is to determine the relationship between quality of working life with organizational commitment and employees' productivity of Physical Education Faculties in the Islamic Azad Universities of Tehran. The method of this research is a correlation and the statistical community includes all employees (permanent and contract) of Physical Education Faculties in the Islamic Azad Universities of Tehran province and equals 854 people. The sample size was calculated as 267 individuals based on Morgan Table that was selected according to stratified random sampling population. Three questionnaires of quality of working life, productivity and personal commitment were used to collect data and their reliability was obtained respectively as 87/81/89 by using Cronbach's alpha. Results show that there is a positive and significant correlation between quality of working life with organizational commitment and employees' productivity of Physical Education Faculties in the Islamic Azad Universities of Tehran. INTRODUCTION Human resources are the most basic strategic resources of any organization. Undoubtedly, the success of organizations and working environment depends on efficient use of human resources based on related behavioral sciences. Better and more comprehensive understanding of the concepts and structures related to human resources and its special tools are required to meet the challenge of efficient use of this resource and the skills to use these structures and tools is the essential issue (Harsi & Blanchard, 1996). Nowadays, organizations have strategic view toward human resource and consider it as a smart and valuable asset and they are concerned about improving the quality of life and job satisfaction of employees. The improvement of life quality of employees requires effort of organization management to develop supportive policies of human resources. Accordingly, the optimum use of human resources relies on human resources strategies and actions to protect the body and the spirit of human and maintain human dignity of employees. Actions including welfare, health, job security, job design, the importance of career, development and job progress, education and etc are generally considered as quality of working life. The concept of quality of working life has become a major social issue all over the world while the emphasis in the past was just on the private life. Improving working life of today's society has become one of the main objectives of organization and employees. Since there is a direct relationship between the act of human resource management and quality of working life, thus giving life again to the staff through improving the quality of working life is considered as the key of success in each organization (Bazaz jazayeri & pardakhtchi, 2007). Quality of working life is a widespread and comprehensive program that increases the satisfaction of employees, enhances their learning in the environment and helps them in the management and changes. Lack of employees' satisfaction from the quality of working life is a problem that almost harms all employees regardless of *Corresponding author Email address: ramin.ahmadian142@gmail.com Copyright reserved International Journal of Life Sciences DOI:dx.doi.org/10.3126/ijls.v9i4.12677
their status and position. The purpose of the organization is to increase employee' satisfaction at all levels, but it is complicated issue because specifying and determining what characteristics are related with the quality of working life is difficult (Soltani, 2006). Walton (1974) has designed a theoretical model to explain the eight dimensions of quality of working life as follows: 1) Fair pay, equal pay for equal work and congruence of payments with the social and employees' criteria and their compatibility with other standards. 2) Legalism: providing the area of freedom for speech without fear of reaction from higher official and penetrating the rule of law over domination. 3) Providing opportunities for growth and permanent security: Providing opportunities improve the individual abilities, opportunities of improvement, opportunities to apply the acquired skills and providing security in the areas of income and employment. 4) Social dependence: how the employees perceive social responsibility in the organization. 5) The development of individual capabilities; providing opportunities such as independence and self-control at work, benefit from the diverse skills and access to data appropriate to work. 6) Overall place of work: The purpose of creating equilibrium and balance, coordination of working life and other parts of life of the staff. 7) Safety of the environment: creating safe working conditions in terms of physical and determining logical working hours. 8) Social integration: creating an environment suitable for work that reinforces employees' sense of belonging to their organization and a sense that they are needed by the organization (Shahbazi & Sanayeporr, 2009). Quality of work life is a technique of development of organization that is seeking to provide three factors of satisfaction and motivation, acceptance of responsibility and commitment to work together (Bazaz jazayeri & pardakhtchi, 2007). Another variable is the organizational commitment that has been in a very high place in organizational behavior. Organization commitment means emotional support and continuity with the goals and values of an organization for the organization and away from its instrumental values; it is defined as the means to achieve other goals (Esmaeli, 2001). Organizational commitment has the following components: the acceptance of values and goals of the organization, willingness to endeavor for the organization and having a strong desire to remain in the organization (Mehrdad.2005). On the other hand, the productivity of manpower and its in-depth evaluation is considered as the priorities of the progress and development of each organization. Productivity is the feeling of effectiveness, efficiency, productivity and capabilities of someone in the organization and in other words, it is the optimal utilization of labor forces, the ability, the talent and skills of human resources (soltani, 2006). Productivity is the factor which guarantees survival of organizations in a competitive world. Finally, regarding that the universities especially medical universities is considered as the most important educational institutions and services that has great position in the development of a country, an increase in the quality of working life of employees mentioned in various ways can make their productivity increases. Due to the importance of this issue, the need to examine the relationship between quality of work life and commitment and Productivity of Jahrom university employees is mandatory. The results of this research can play an important role in improvement of quality of work life, and consequently on the performance of employees. RESEARCH METHODOLOGY The method of this research is a correlation and the statistical community includes all employees (permanent and contract) of Physical Education Faculties in the Islamic Azad Universities of Tehran province and equals 854 people The sample size was calculated as 267 individuals based on Morgan Table that was selected according to stratified random sampling population. Due to the heterogeneity of the sample group of stratified sampling, 87 visiting professors, 19 faculty members, 96 administrative staff and 65 service workers were selected. Data collection included three questionnaires are as follows: 1- Quality of work life questionnaire: the researcher made questionnaire was used to measure the quality of work life based on Walton Model (1973). The reliability of the questionnaire obtained 0.87 by using Cronbach's alpha. 2- Questionnaire of productivity: Productivity questionnaire of Achieve was used to measure individual productivity. The reliability of the questionnaire was calculated 0.89. 3- Organizational commitment questionnaire: the third instrument used in this study, was the questionnaire of Organizational commitment (OCQ) that has been coined by three of the scientists such as "Moody, Asters, Porter". The reliability of the above questionnaire was calculated 0.81by using Cronbach's alpha. Data analysis method: ANOVA Tukey test was used in this study. 50
FINDINGS Major hypothesis: there is a relationship between the quality of work life with organizational commitment and productivity level. As seen in Table 1, the correlation between quality of work life and Individual productivity equals to 0.663. This amount is significant at the level of p < 0.001. Therefore, the persons' quality of work life has a great relationship with their Individual productivity. Persons' Quality of work life has a great relationship with their Organizational commitment. The first lateral hypothesis: there is a relationship between the quality of work life and organizational commitment. Due to the obtained significant level and correlation coefficients in table 2, we can say that there is a significant relationship between the fair pay, legalism, social dependence, development of Individual capabilities, safety of the environment, social integration and organizational commitment. The second lateral hypothesis: there is a relationship between the quality of work life and productivity. Due to the obtained significant level and correlation coefficients in table 3, we can say that there is a significant relationship between all dimensions of quality of work life and organizational productivity. The third lateral hypothesis: there is a difference between different working groups on the level of organizational commitment. 51
ANOVA was used to evaluate the differences between the various views about the organizational commitment as these results are shown in Table 4. With respect to obtained F (367/1) and the significance level (253 /), it can seen that there is no significant difference in terms of in terms of various occupations about the organizational commitment. The fourth lateral hypothesis: there is a difference among various working groups based on the level of productivity. The analysis of one way Variance was used to evaluate the differences between the various views about individual productivity. These results are shown in Table 5. According to F from the table (583/4) and significant levels (004 /) we can see that the difference between various occupations about productivity is significant. DISCUSSION AND CONCLUSION Work and employment are considered the most important issues in human life, if it complies with the conditions of his interest, it will have good consequences for both society and individual. In this regard, it is appropriate to do more comprehensive studies in the context of employees' quality of work life because this is key to the success of any organization nowadays and efforts to this end have been made not only in the field of mental health of organization, but also has brought positive results on the commitment and economical productivity. This study aimed to investigate the relationship between quality of work life and the organizational commitment and productivity of staff of the Faculties of Physical Education in Islamic Azad Universities of Tehran. The analysis of data has been presented based on research hypotheses. The results of main hypothesis of the study showed that there was a significant relationship between the quality of work life and organizational commitment as well as the level of productivity at the levels of p <0.000. These results indicate that paying attention to the work quality of employees and its improvement will lead to organizational commitment and increase employees' productivity. These finding are consistent with the findings of researchers such as Kasai (2007), Me'marzadeh and Asadi (1999), Hosseini et al (2008) and Kashmn (1992). The results of the investigation of the relationship between the components of quality of work life and organizational commitment shows that there is a direct relationship between all the components of quality of work life except opportunities of growth and constant security and organizational commitment and These findings are consistent with Jortaft (1993)and Hosseini et al (2008). Therefore, we can say that the increase in salaries and benefits, considering fair behavior toward employees at the university and strengthening legal procedures, creating opportunities for independence and self-control at work and taking advantage of the various skills, attention to job security, increasing balance between work and life and creating a climate of trust among colleagues, doing things according to the administrative hierarchy and avoiding discrimination lead to more commitment and increase performance of employees; the findings of this study after evaluating the quality of work life and productivity of the organization reveal that there is a direct and meaningful relationship between all the components of quality of work life and organizational productivity. Therefore, increasing each of these variables will increase organizational productivity. These findings are consistent with findings of 52
researchers such as Kashman (1992), Kasai (2007), Shahbazi and Vaezi and Sanaei Poor (2009). Because the results of this study show that a significant statistical relationship exists between these variables and productivity. Therefore, we can say that if organizations can increase quality of working life and provide conditions in the workplace so that they have a sense of justice, equality, security, promotion of growth opportunities for the development of their creativity and abilities, and their general feeling of job satisfaction, then we can observe increasing employees' performance and growth and dynamism of the organization. Other findings of the study showed that there is no difference between the different working groups in the levels of commitment but there is a difference in the level of productivity and these differences in productivity can be due to different levels of quality of work life, level of education. 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